Why is Communication Around (Work) Promotions / Salaries So Bad?

I was having two separate conversations with my friends this week, and both were complaining about recent challenges around promotions, In both cases, their managers had assured them that a promotion was in the offing, and that it was merely “paperwork” that remained before it would be processed. In both cases, promotions were delayed for these employees, engendering cynicism in an otherwise productive relationship.

Another friend of mine recently discovered that he was being paid significantly lower than other people at the same firm with the same experience and job title. Not a small pay difference, but something on the order of 40-50% of salary. When he checked around with colleagues, it seemed that others had worked harder to negotiate better bonus structures over the

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The Asshole Test of Human Resources Products

I hate binary classifications as much as the next person, but here's one I thought about this morning while talking with a local human resources startup about how HR products should be built today:

Are you empowering the assholes in an organization, or are you empowering the workers in an organization?

What amazes me is how many startups in the HR space sell into the "asshole market" (usually under the guise of "performance management").

We have all heard about and seen awful management. These are the managers that have no trust in their direct reports, need everything verified, and change goal posts whenever events change. They are, in short, just crummy people to work with. Employees often respond to this environment

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